How to do a gamified skills assessment?

The skills assessment is always a Key moment in a professional life. It is an opportunity to take a step back from your career, to highlight the skills acquired, the sources of motivation and the needs to plan a coherent career plan.

Historically, these assessments have always been carried out with a specialized consultant. This approach has largely proven its worth; it is now well defined and effective.

The format, on the other hand, has not really evolved and may seem restrictive for a good number of professionals.

That is why gamification has extended to this activity. While the new generations of workers are in demand, the demand for more senior profiles is also significant.

To enlighten you on this still little-known practice, we will present in this article the different shapes What gamified competency assessments can take, why they are an effective way to assess a candidate's skills, and how to get started.

1 - What is a gamified skills assessment?

The skills assessment is not a new approach, it has existed for several years and consists of evaluating Soft Skills (behavioral skills) and/or hard skills (technical skills) from a professional in order to determine his level of mastery in a particular context.

Gamified skills assessments are an extension of this, in a different format. Indeed, these are tests also based on skills, while taking advantage of the fun side of serious games (serious games in French). These are games, fun activities that go beyond entertainment.

Thanks to this, games are no longer just a personal hobby but are becoming professional devices. That's what we call the Gamification.

A new way to be evaluated

For example, they can simulate real or fictional scenarios in order to assess the candidate's ability to solve problems, be critical thinkers, and make decisions.

2 - Why use a gamified skills assessment?

Carrying out skills assessments is of real interest in successful recruitment, internal mobility or professional retraining. Indeed, balance sheets help recruiters, for example, Deciding the candidates by identifying their strengths and weaknesses.

This is a plus considering that it is not always easy and that it is one of the best practices for evaluating a candidate's potential.

In addition, it ensures recruitment without discrimination since it is only their skills that are evaluated. Thanks to this, it is also possible tosave time and resources.

A set of essential benefits

However, while they are certainly useful, they are not necessarily attractive and motivating for candidates. Therefore, gamified skills assessments aim to change this by improving the candidate experience.

Indeed, recruitment will be much better perceived by playing, thanks to the pleasure that this can cause, rather than by only answering questions. After which, the company will ensure that it recruits the right candidates while providing them with a good experience.

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3 - How to set up a gamified competency assessment system?

Setting up a gamified competency assessment system within your company requires certain preliminary phases.

The first step is to Define your need by identifying which competencies need to be assessed? Hard skills? Soft skills? Both? For what volume of candidates or employees evaluated? Remotely or physically?

Therefore, draw up a list of skills that are relevant to the job or task in question will be much simpler.

Asking the right questions is of great importance

At the same time, thanks to this first point, perform a search and finding out about the various existing providers that best meet the needs of the company will also be an easier task.

For example, some organizations specialize in evaluating employees in the IT development sector.

Unfortunately, the services are rarely free, so it will be necessary to determine the maximum price for the company or the employee (some balance sheets can be financed by the CPF) are ready to invest.

Note : as an employee, you can ask your employer to finance your skills assessment from 5 years of permanent contract including 12 months within the company, or 24 months of fixed-term contract including 4 months seniority in the company.

Our first advice : do not hesitate to ask different actors to attend different demonstrations or to ask for a test when possible. This step must be repeated with different competitors to ensure that the right choice is made.

Finally, the return document, although resulting from a fun experience, is not intended to decrease in quality. It can be confidential at the request of the employee, shared with a consultant, an HR collaborator, a recruiter... Some reviews must even be accompanied by training to facilitate the understanding of the summary.

Our second piece of advice : take care to obtain as much information as possible on the return of skills assessments before you commit yourself.

As for organizations and publishers of gamified skills assessments, there are also various formats ranging from puzzle mini-games to the use of virtual reality (VR).

After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Discover skills assessments gamified with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

In addition, at the end of these tests, both company and candidate receive the results, in different formats.

Conclusion

The world of work has been evolving for several years and so have skills. Les checkups are an effective way to assess the skills and knowledge of a candidate or employee. It is a safe method that can only be improved thanks to the innovative approach of gamification.

The applications are multiple and can concern individuals as well as businesses. For example, a recruitment process can become not only unique but also more pleasant.

This in turn leads to better involvement and motivation of test participants (Find out how to assess a candidate's motivation). Better employer brand, strengthening theattractiveness, better training planning, employee loyalty... Many benefits will come from this.

Completely in line with the age of time (gamification is progressing in the world of work and more particularly in HR), these practices linked to gamified tools will become more and more popular. The offer should then be enriched to adapt to all professional use cases.

Faced with this multitude of offers, take the time to define your project before choosing your service provider.

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